The language we use is powerful, subtle, and nuanced. We rely on patterns of language and fall into habits in the phrases we use. Maybe we ought to review some of the phrases we commonly hear in learning and development:.
Instead of learning programme, why not use learning support?
Instead of mandatory learning, why not use audit check?
Instead of saying ‘learning’ when you mean ‘training’, why not just use the word training?
Instead of learning evaluation, why not ask for performance result?
Instead of learning needs, why not look for performance issues?
Use the language which sells your learning function the best way to your stakeholders. That way they’ll be delighted when you do what they thought they wanted, but better.